12 Tips for Setting Better Goals
We asked 30+ women how you can make 2021 your best year yet.
Resolutions are one thing. Goals are another.
How do you move from vaguely hopeful statements about what 2021 will mean for you personally and professionally to thoughtful plans that are likely to come to fruition?
You set good goals. Specific goals. Goals that tie back to your values, goals that can be tracked, goals that make you excited to get out and start working towards them.
We asked 32 incredible and accomplished women about the advice they'd share with anyone looking to make 2021 their year. Here's what they had to say!
1. Make goal setting a ritual.
Sure, a new year is just a change of date, an arbitrary way to mark time. But if we create meaning around it, it can become something else entirely. Carmen Kelly, Training & Development Team Leader at Quicken Loans, likes to see it as a real beginning. "I enjoy embracing the fresh, new year with hope of what could be, and a huge part of that is goal setting," she says. "Having goals in life is essential. Even creating goals for different areas of your life is key. This can help with making sure you are balancing out all critical aspects of your life that are most important to you."
Starting with reflection can help make sure that your goals are well-connected to where you are mentally, personally, and professionally. "I always start with reflecting on my past to gain better understanding of myself," says Ankita Patel, Principal Software Engineer at Clarus. "What my capabilities are versus what I really foresee myself doing in next quarter or so. It allows me to see where I stand, what difficulties I have faced, and to shift my perspective from doubting myself to believing in myself. It forms the baseline of starting fresh and helping me plan for my future."
For Jess Tsai, VP of Business Operations at VTS, the ritual of goal setting begins with a long journaling session. "I reflect on the last year and rate myself on a scale of 1-10 for how happy I am in these ten areas: health, emotional/mental, relationships (friends/family), love/romance, service, learning/personal growth, experiences, spirituality, career, and finances," she says. "In the areas where I scored lower, I reflect on why. Then I go through each area and write out in detail what my life would look like if I scored 10 in each area, and try to visualize that life and feel like I'm already there. Depending on my scores and what's most important to me right now, I set some intentions for where I want to focus for the year."
2. Build around your values.
Disparate goals scattered across different aspects of life aren't as likely to motivate you as one set of goals that coalesce around a theme, says Jac Le, a Senior Territory Sales Representative at Autodesk. "Whether or not you're conscious of it, values are the foundation of goals, dreams, character, and decision making," she says. "Instead of creating New Year Resolutions, I create a Theme that I want to focus on for the year, which is based on my values. It can be a word or phrase. From there, every goal set throughout the year is measured in alignment with that Theme to ensure that my goals are an expression and enhancement to my values instead of a stressor to check off."
If you're having trouble thinking of a good place to start from, or naming the values that drive your everyday life, Dipabali Chowdhury, a Learning & Development Specialist at MongoDB, has advice that can help. "The more self-awareness you can build, the more specific your goals will be and the more motivated you will be. Sometimes, we set goals without understanding what's important to us. We follow someone else's compass instead of our own," she says. She suggests asking yourself reflection questions: "When I was happy at work, what contributed to that joy? When and why was I frustrated at work? What mindsets held me back from achieving my goals this year? What challenges did I overcome? What are my natural strengths? What skills, knowledge, or behaviors do I want to build in the new year?"
Claire Lucas, Senior Manager, Services Operations at Elastic, suggests beginning with an end vision in mind. "I work backwards," she says. "I journal about my vision for the end of the year, trying to think about it uninhibited from any constraints. I then focus on creating a declaration for myself that will help me break through to reach my goals. The declaration ties together who I am today, and who I need to be in the future to fulfill this goal."
3. Consider making personal and professional goals in harmony.
You might have personal goals that are completely unrelated to what you do at work. That's okay! Great, even. But you do need to make sure that they are complimentary at least so far as how they'll be achieved, says Lee Ann Mangels, Senior Director of Program Management at Clyde. "Your personal and professional goals have to be somewhat aligned. If you decide to improve your time management in the new year, it will only work if the practice or process you start applies to your home and work life," she says. She gives an example: "Several years ago, I started taking 30 minutes on Sunday afternoon to review the week ahead. What meetings do I need to prepare for? What are we having for dinner? Do I have to coordinate any personal appointments for our family? Investing 30 minutes on Sunday has been a game changer for me."
4. Start big, then whittle down as needed.
Being aspirational when you make your goals is key—but so is creating a practical plan to achieve them. "I always try to look at the bigger picture [when goal setting]," says Beatriz Alvarez, Talent Acquisition Sr. Analyst - Recruitment Events Lead at Lockheed Martin. "I try to set a long term goal that seems impossible, making sure it is measurable, down-to-earth, and real—and most importantly, that it is motivating. Once I have my eyes on the prize, I strategize by setting up a group of smaller goals that will help me achieve it."
That being said, it's important to not lose sight of those aspirations, either. Amanda Fennell, Chief Security Officer at Relativity, has advice for finding the Goldilocks moment between too-easy and too-hard goals, finding the just-right pace where you're pushing yourself: "You never know how far you can go unless you set stretch goals. If I only set goals that I knew I could ace, it would be stacking the deck. I want to know how far I can push myself and in taking this approach, I have achieved some pretty amazing things. As Captain Marvel says: 'Higher, further, faster.'"
Yasameen Raissinia, APAC Commercial New Business Manager at Smartsheet, is a fan of the stretch goal, too. "I always like to push myself either personally or professionally to hit smaller attainable goals that add up to a big audacious goal. For example, I always try to set the goal of getting to the Presidents Club which typically has a goal post of 130%, which is massively difficult to achieve. In order to get there, I try and break down my weeks and my quota to overachieve, and try to give myself smaller goals around numbers of accounts, or contracts I close per week, helping me get to the major and impressive goal!" she says.
Bridget Barrot, Chainalysis's VP of Customer Success, has a three-step framework for getting that balance right. "The best lesson I've learned about setting goals is they need to be simplistic, realistic, and strategic," she says. "Simplistic: It's important to find things that are easy to measure, so that you can regularly assess them. Anything that requires too much work to analyze will set you up for failure. Realistic: Stretch goals are important, but it's also important to be practical about what you can complete in any quarter or year. When they get too lofty or too numerous, it's easy to just give up on them all together. Strategic: It's important to differentiate between goals and a 'to do' list. Goals can be a mix of big and small things, but they must be grounded in results rather than just a list of tasks to check off."
5. Write goals down.
"We're all familiar with the numerous studies that underscore the correlation between writing down our goals and our ability to achieve them," says Shavit Bar-Nahum, Senior Vice President of Leadership Development at Moody's Corporation. "The bottom line is, if it's not documented, it's less likely to happen, you are less likely to hold yourself accountable, and it's much easier to slip back into old habits and behaviors. So whether you are embarking on a new opportunity, learning a new skill, or increasing your sales objective, write it down. And not just for yourself. From documenting it in a system of record to creating a visual reminder for yourself, capture your goals in a way that you and others can see your intentions and can support you on your journey."
Going beyond writing down goals can help, too. Mary Kay Evans, pymetrics' Chief Marketing Officer, recognizes the power of writing down her own story: "One of the most challenging and rewarding exercises for me was actually writing out my story. Not goals in a bullet point list, but rather in a story format as though it's already happened. I began the year 2018 by writing the story I wanted to tell by January 2019. It was a narrative looking back on my accomplishments and challenges faced and how exactly I overcame them. By being vivid and specific, like a good narrative requires, I really had to bring my vision of the year ahead to life. It went beyond simply listing my goals to describing outcomes and how I would experience them. This preparation made all the difference as 2018 was a year of tremendous growth and accomplishment for me. It works!"
6. Find a way to track your goals over time.
The many women we talked to had different ways of tracking, but the unifying thread is that each had found a way that worked for them. Alisa Cash, Director of IT Solution Delivery at BCBSNC, sums up the key approach: "Do not set a goal that cannot be measured. This does not have to be an emphatic measurement (such as achieving 100% on time delivery = x; 90% on time delivery =y), although the more you can do this, the clearer resources tend to be."
For Sarah Morningstar, Ph.D., Data Researcher at Primer, breaking her goals into timely metrics helps. "I have found that I am more likely to achieve my goals if they include specific and actionable metrics; otherwise, it is hard to determine if I am successful," she says. "For example, one of my goals for 2021 is to practice more yoga. However, the term 'more' is vague and difficult to know when I have achieved it. Instead of more yoga, I decided I wanted that to mean that I will practice yoga at least two times per week. Over the year, I need to practice 104 times or 26 times per quarter to be successful. Each quarter I work backward from 26, I do more some weeks, and others it's less. I allow this flexibility because I know that being a mom and a working professional, I can't always control my schedule."
Amanda Sternklar, Marketing Director at State Listings, agrees, and notes that she checks in on her progress every week: "The most important thing for me is ensuring my goals are measurable, through metrics directly related to my own activities. That means that if I want to increase our blog following in the new year, my goals would look something like 'Create 3 original blog posts each week' and 'Be a guest contributor on 10 blogs in 2021.' That way, I can create a tracker—mine is a physical page in my planner, but there are also various apps that help with this—to see my progress at a glance. I review my tracker on the first Monday of each month to make sure I'm on track and figure out any steps I need to take if I'm not."
Amy Luo, Senior Product Designer at Lattice, likes identifying specific behaviors that she can easily keep in mind. "Be specific and focus on actions or behavior when defining your goals," she says. "Try setting a number you want to achieve or a completion date. It'll help keep you on track and you can clearly measure your progress toward the goal over time. For example, if you want to work on your writing skills, a general goal like 'Become a better writer' would be too vague and difficult to measure. A specific and actionable version could be 'Write for 30 minutes every day' or 'Publish an article every month.'"
For Stacey Chase, Senior Manager Internal Audit at Siemens, adding a visual element to her goal metrics is what keeps her on track. "I use a Kanban board on Trello to plan and organize my activity," she says. "In my first column I list my goals for the year and assign them a color. As I work on things throughout the year and add tasks I tie them back by color to the goal the effort is in service to. This helps me multiple ways. First, it is a visible reminder I see daily or weekly of the goals I have set. Second, I am constantly tying back my efforts and time spent back to my goals. Third, it gives me early warning that my goals or my efforts may need to be reevaluated if I find most of my energy is spent on things other than my goals."
7. Don’t keep your goals to yourself!
Many of the women we spoke to highlighted how important it is for your goals, personal and professional, to exist outside of your own head. "Be sure to share your aspirations with others and ask for feedback along the way—don't assume your supervisor knows your near and longer-term plans," says Wyetta Morrow, Executive Director, Human Resources at Raytheon Technologies. That's particularly true for goals that can be advanced at work, she notes, adding, "Our career journey includes a village and it helps to have others that can advocate for you when you may not be present."
And there's no need to limit that sharing to just your manager—what about all of the other people that care about you and want to see you succeed? Janet Higgins, Vice President of Regional Sales at Ciena, suggests broadening your circle. "Build a support group around you. Share your goals and your thinking with your trusted mentors and friends. Actively think about who you can leverage in this way. Chances are they would be more than happy to reciprocate. Seeking the perspective of people outside your industry who only have your best interests at heart and are willing to give you straight honesty is pure gold," she says.
8. Considering making your goals three-dimensional.
Writing down your goals is a classic approach, but if you have a creative bent or are a more visual learner, maybe going a step farther and making a concrete representation of your goals will help you focus on them. "Try creating a vision board that includes pictures and words of the mini goals and milestones you want to focus on to help you achieve your bigger picture goal," says Gursharn Dhami, Senior Global HR Business Partner at Stack Overflow. "If you make it visible, you may just feel more accountable to accomplish what you've envisioned for yourself!"
Brooke Kaylor, Program Manager, National Security Group at Primer, agrees with the power of seeing your goals around you. "Visualize it. Decide what it is you want to do and make it so real you can touch it, see it, taste it. When I decided to change my career completely, I put things into my workspace that reminded me of where I wanted to go. Articles, photographs — anything that kept my focus on my goal," she says.
9. Tackle the hardest things first—if that’s possible (ribbit).
There's an argument to be made for starting with easy wins, but Laura Ripans, Datadog's Director of Channels & Alliances, won't be making it. "Get the important things done first," she says. "For me, this is early in the morning when I have no distractions. Stay focused and concentrate on the things that matter most." She suggests reading Eat That Frog by Brian Tracy. "There's an old saying that if the first thing you do each morning is eat a live frog, you'll have the satisfaction of knowing you're done with the worst thing you'll have to do all day. For Tracy, eating a frog is a metaphor for tackling your most challenging task—but also the one that can have the greatest positive impact on your life," she says.
As it turns out, Claudia Petrocchi, Executive Director of HR Operations for CSL, is a big fan of the frog approach, too. "Years ago, someone shared a Mark Twain quote with me: 'If it's your job to eat a frog, it's best to do it first thing in the morning. And If it's your job to eat two frogs, it's best to eat the biggest one first.' This quote clicked with me—it's so visual that it really helps me. Normally I would wait the whole day and think how awful this frog will be. But now, I'll eat the frog right away. For years I had a sticker of a frog on my laptop. So, if I had that crazy email or that crazy project, that would be my frog."
Sasi Murthy, VP, Product and Solutions Marketing at Netskope, has a visual trick to help you remember to keep that big, hard goal front and center: "Invest time in thinking about what you want to achieve, not how you will do it. Then find a jar and place a big rock or a few that represent these goals inside, and fill the rest with smaller rocks. This will be a reminder that we are most effective at anything we set out to do, when we give it the space in our 'mental jar' first, and follow it with the smaller goals."
That being said, make sure the hard thing you're going after is even possible. For Shelly Anderson Bodine, a Chief of Staff at SoftwareONE, remembering that she's operating in an environment where she can't control everything is key. "I once had a leader tell me you needed two things to get promoted," she says. "First, a position had to be available, and second, you had to be ready for the role when it was available. That feedback has always stuck with me throughout my career. I realized I really only had control over the latter. So each time I would move into a new role, I gave myself 6 months to acclimate. At that point, I evaluated what I could do to be better than the next person in the role I have and where do I want to go next. From there, I would create a list of things that would bring me closer to my end game, narrow down to the 2-3 most impactful, and those became my goals."
10. Goals aren’t set-it-and-forget-it.
If you set goals in January and ignore them from then on out, your chance of marking them "achieved" at the end of the year is low. "Try not to think of goal setting as a yearly activity," says Sarah Burke, Senior Director of Software Engineering at Ciena. "Achieving goals requires continual review and reassessment of priorities. Book some personal time in your calendar once a month to remind yourself to check in on how you're progressing and hold yourself accountable for re-adjusting. You are responsible for your success!"
11. Go beyond a 12-month horizon.
Many of the things you're most interested in—be it becoming a VP, launching your own company, writing a book, finishing an advanced degree moving to a different country, or any other number of goals—might not happen in just one year. Tami Early, VP and General Manager Sales—Major Accounts at Ciena, suggests breaking down your goals into "digestible and achievable bites." She uses the VSEM method: setting a 5+ year vision, a 2-4 year strategy, a 12-18 execution plan, and 12-month rolling metrics. "This method of goal setting allows me to think about my long- and short-term objectives, while holding myself accountable to measurable outcomes inside of a year," she says.
12. Treat yourself with grace.
You won't achieve all of your goals, and that's okay. As Megan Sykes, Contracts Manager at Elastic reminds us, "Don't set overbearing expectations on yourself. Afford yourself grace. While it's important to progress personally and professionally, we have to be adaptable to the circumstances around us (which can change over time) and live with integrity."
That's never been more important than after the year 2020. "I'm very goal orientated both personally and professionally," shares Amanda Eleuteri, a Sr. HR Business Partner at CarGurus. "Early on in my career, I would feel defeated if I didn't achieve my goals for the year. I try to be mindful that sometimes a goal is not achieved because priorities change. That was certainly the case in 2020 as needs in the business evolved and what I was focusing on shifted in response."
NSA's Meredith D., PhD, echoes the importance of revisiting, and revising, your goals: "Your goals are not meant to be set in stone! There are several factors that can require them to change, even dramatically at times. Be flexible and willing to change your SMART goals. Sometimes we can foresee that the goal is not going to be achieved in our original timeframe. Or we change our mind completely! This is not a failure. It is an opportunity to reflect and revise the goal given the new information at hand."
After all, it's about the journey, not the destination. "The process of working toward a goal is often more important than achieving the goal itself," says Stephanie Cheng, Product Engineer at Folsom Labs. "The shape or timeline of your goal can change as long as you check in with yourself and continue to consistently work toward them. It's okay if you don't achieve your goal on the first try. Working toward goals is really about building the muscle memory to form slightly better habits each year. With consistency, patience, and positivity you can build the tools you need to succeed."
Think you may want to work with one of the incredible women highlighted here? Check out open roles at the companies mentioned:
- Apply for open roles at CarGurus
- Apply for open roles at NSA
- Apply for open roles at Folsom Labs
- Apply for open roles at Autodesk
- Apply for open roles at Clyde
- Apply for open roles at Lockheed Martin
- Apply for open roles at Relativity
- Apply for open roles at Smartsheet
- Apply for open roles at VTS
- Apply for open roles at MongoDB
- Apply for open roles at Chainalysis
- Apply for open roles at Moody's Corporation
- Apply for open roles at pymetrics
- Apply for open roles at BCBSNC
- Apply for open roles at State Listings
- Apply for open roles at Lattice
- Apply for open roles at Siemens
- Apply for open roles at Raytheon Technologies
- Apply for open roles at Stack Overflow
- Apply for open roles at Primer
- Apply for open roles at Datadog
- Apply for open roles at CSL
- Apply for open roles at Netskope
- Apply for open roles at SoftwareONE
- Apply for open roles at Ciena
- Apply for open roles at Quicken Loans
- Apply for open roles at Clarus
- Apply for open roles at Elastic
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Diaspora Travel & Trade is full-service consulting company specializing in the curation of travel experiences, commercial opportunities, relationships & networks, and related content for those Travelers and Traders interested in the "Americas." We have a particular focus on Sustainable Travel, Social Enterprise, and the commercial and cultural activities of Black and Indigenous communities of this region.
Building 2 businesses, traveling the world, raising a teenage soccer star, and posing as an amateur chef - general super hero shit. @wanderwomaninc on IG
Michelle Marks-Osborne is a philosophical consultant dedicated to advancing Inclusion, Equity & Belonging with services for individuals, groups, organizations, and corporations. She is a coach, trainer, and public speaker specializing in anti-racism, sexism, and social justice. She is an expert at moving beyond diversity and invites you to move with her.
Barbara Mason is the Owner and Founder of Career Pathways Consulting and brings over 20 years experience in Human Resources. She has progressed in several HR leadership roles in a variety of industries and has worked with countless individuals in their careers. Barbara is a native of Huntsville, AL and graduated from the University of Alabama in Huntsville with a Bachelor of Science degree in Human Resource Management. She is a member of the national and local Society for Human Resources Management (SHRM) and also serves on the board of Project Corporate Leadership and IEHRA.
We help individuals and organizations identify, clarify and pursue their vision and passion. We connect individuals and organizations to needed resources to realize their vision ie. financial, marketing, sales, business tools. We facilitate workshops and presentations for organizations, associations on topics focused on personal fulfillment, engaing employees and team members, starting Up to Something Groups etc.
The Shalizi Group has quickly become one of the top entertainment and management companies in the industry. We live to break boundaries which has allowed us to manage some of the top multi-genre recording artists, DJ/Producers, and songwriters which includes household names such as Marshmello, Alesso, Jauz, Southside, Slushii and more. We support our growing roster through specialized in-house teams dedicated to talent management, digital marketing, merchandising, design, label services and brand development. TSG has partnerships with leaders in gaming, television, technology, consumer goods, fashion, and digital marketing, creating an ever-evolving platform for the success of our clients.
Premium home-style desserts baked by Alissa Mayers in Brooklyn, NY. Specializing in pies, cakes, cookies, brownies, and delicious desserts.
Marti Allen-Cummings (They/Them) is an activist, community board member, gig worker and drag artist running for city council in uptown manhattan. Marti has been working in NYC for 13 years AFTER MOVING to the city AT AGE 17 to pursue a performing arts CAREER. They know what it's like to make it in New York living paycheck to paycheck and without insurance.
Speaker Spotlight: DEI Book Club Picks!
by Kryss Shane
by Rha Goddess
Thank you to all of our wonderful, amazing speakers! And thank you again for supporting Diversity Reboot 2021 and PowerToFly!
Kiana Labuhn, Recruiter at S&P Global, shares an exclusive take on the most important tips to keep in mind when preparing for an interview.
She talks about how S&P Global looks for candidates that not only fit the skills needed for the role but are aligned with their values.
Kiana stresses the importance of preparing for the interview in advance, first by researching the company and your interviewers and then identifying the core competencies needed for the position—thinking of times when you demonstrated these skills in your past. Have you heard about the STAR model? It's a great tool that Kiana shows us how to use in the video.
"At S&P Global, we will embrace and support the qualities that make each candidate a unique fit. Building and embracing diversity is a priority for us, and we're committed to unleashing the potential of every individual who works with us," Kiana says.
Take a look at her list of resume dos and don'ts and her own experience when preparing for her interview process at S&P Global.
To learn more about S&P Global and their open roles, click here.
How Bumble’s Director of Engineering Learned to Be Herself at Work—and Encourages Team Members to Do the Same
Rose Hitchcock found out she was pregnant with her third child halfway through the process of interviewing to be Director of Engineering at Bumble.
She told the team at the social media and dating app and that didn't change their plans to hire her. "They were completely fine with it, really supportive," says Rose.
She started her new role while pregnant and plans to take six months off when she gives birth.
"They were like, 'Oh, take what time you need,'" she says. "That was another reason for me to come and work for the company, there was just no issue there."
We sat down with Rose to discuss her path to Director of Engineering, how she has found professional success by being herself (including as a working mother), what companies can do to create pathways to leadership for as many women and underrepresented people as possible, and why that matters.
Finding what energizes her in environments where she can be herself
Though Rose's role is in engineering, she doesn't have a formal background in computer science or engineering. She studied management science during university, and her first true exposure to programming came just after undergrad when she took a job as a business analyst at an IT consulting firm, which included five weeks of coding training.
Working as an analyst, she served as the liaison between the tech and business sides of various companies before transitioning into a technical project manager. That role was when she really "started to learn more about leading teams," and discovered that leadership and people management challenges were what she most loved solving.
"I really enjoyed helping people progress, promoting them and...working with people who were struggling to improve," she says. As her capabilities grew, Rose progressed into a more strategic role, coming back from her second maternity leave as a manager of other delivery managers. That's where she confirmed that management was where her passion lies.
"I have lots of colleagues and friends who are in management and they probably spend half their day doing coding stuff that they're not supposed to be doing, just because that's what energizes them and that's what they enjoy," she says. "For me, I get to enjoy my job and actually do the things that motivate me and that I'm really passionate about without feeling like I'm missing out on getting my hands dirty."
Throughout her career, Rose realized that she could only really enjoy her job if she was in an environment where she felt comfortable being herself. When she worked in consulting, that wasn't quite the case. "It felt like you had to behave in a certain way," she says. "To have the same attitude in order to get ahead, like being very self confident and self-promoting. You couldn't just do a good job—you then had to go and tell everybody what a good job you were doing."
That isn't who Rose is, so she ended up leaving consulting and going into industry, where she found the career growth she was looking for. "When you're in a smaller company, it's a lot easier to be recognized for your work, because people can see what you're doing," she says. "If you want extra responsibility or challenges, you always hear about them and can put your hand up."
But company size isn't the only important metric Rose considers. In a past job, she'd worked for an inspirational woman founder and wanted the chance to do that again, which is why the Bumble opportunity appealed to her so much.
"Obviously Whitney [Wolfe Herd, Bumble's CEO] is a strong woman founder. The passion she brought into the mission and what the company was trying to do, [with] this mission to support women to make healthy and equitable relationships really appealed to me," she says.
From the tech side, the fact that Bumble is still building most of its tech internally was another plus. "Teams that are building their own products are so much more motivated and engaged," adds Rose.
Encouraging others to grow and creating space for them
As a Director of Engineering, a big part of Rose's focus is creating a culture of growth for the teams she oversees. This starts with remembering the things that helped her to grow.
- Giving praise in public. "I tell people that I've noticed when they're doing a good job and praise them or thank them," she says.
- Giving pass-through praise. Rose doesn't stop by telling individuals when they're doing well—she also talks them up to other members of the leadership team, including the CTO. "I advocate for them," says Rose.
- Providing opportunities to shine. "It's important to communicate the talent within your team to folks outside of your immediate department. This allows room for a cross-functional awareness of your team's incredible work and how other departments can tap into a member of your team for future projects," says Rose. "I look for opportunities for my team members to showcase their unique set of skills and expertise, whether that's giving a presentation or attending a meeting."
She also works to create a healthy attitude towards work that avoids the self-aggrandizing and presenteeism that she found exclusionary in previous roles by:
- Focusing on output rather than time. Instead of worrying whether people are getting to work late or leaving early, Rose just asks one question: "Are they delivering?"
- Modeling behavior. Rose says that she started to work more flexibly after she became a parent, coming in early and leaving early to see her kids before bedtime, and working only four days each week. She encourages other people to set the schedules that work for their lives. "I try to consciously make an effort not to apologize [about my schedule] so that other people don't feel it's something to feel guilty about," she says.
- Planning with outside commitments in mind. "When we're talking about project delivery, I work really hard to consider things about people's home lives," says Rose. An example: if she has a project launch date in mind, she won't assume that everyone is okay with working overtime to make it. Rose also asks the managers on her team to consider things like school breaks and holidays when planning. "It's actually trying to put the people side of things first, rather than always the delivery side of things," she says.
Why a diverse team matters at work
Rose thinks about diversity in everything she does, from recruiting to promoting to retaining talent. Here's what that looks like:
- Finding diverse talent: "If you say, 'Oh, it's really hard to find woman developers,' well, let's train some, then," says Rose, who works with recruiters to bring in strong junior technical candidates and trains them up in-house.
- Making diverse talent feel welcome: As a working parent, Rose knows the importance of a flexible schedule. While recruiting for open roles on her team, she saw that some candidates didn't want to change jobs because they didn't want to lose the existing flexible working arrangements they had with their current employers. So she made sure to let them know that the roles she was hiring for would come with flexible scheduling, including it in job postings as well as bringing it up in interviews. "I've had people, especially women, say to me that flexible schedules were a big driver in their decision to come and work for us," says Rose. "They knew they could have [flexibility] from day one and they didn't feel penalized asking for it."
- Promoting diverse talent: As soon as someone new joins her team, Rose sits down with them and helps to identify personal and professional goals. "I make a conscious effort to set objectives around where the individual's gaps are and what skills they would need to build on if they are interested in leadership positions in the future," she says. From that point, Rose starts giving them tailored stretch opportunities and exposure. Some examples include: asking a direct report to prepare a presentation for a small audience of 20 team members, having them represent a project at a tech-wide meeting, having them host a lunchtime session for an external audience, or sponsoring them to talk at a tech conference.
Building and retaining diverse team members isn't a priority of Rose's just because it feels right—it also makes for better work products and procedures, she says.
For Bumble, the perspectives of people with different gender identities and sexualities are especially relevant. "If you have a diverse team, their ideas and their expectation of what they want in our products is moving at the same speed as what our customers are expecting because they are representative of our community," she says. "How do we make sure that we're actually meeting the needs and wants of our community and bringing them new things that they actually want? [Well,] if you get people with more diverse experiences and different ways of thinking, you'll get innovation."
You've met some of them—maybe they're your family, friends, classmates, or coworkers, or perhaps you identify as neurodivergent yourself.
You may have recognized that some neurodivergent people are exceptionally skilled, excelling in things like pattern recognition and mathematics, and that those skills deserve to be celebrated, as the Harvard Business Review did in their report "Neurodiversity as a Competitive Advantage" in 2017.
But whether highlighting the significant contributions that neurodivergent employees have made or just honoring who they are as people, we wanted to take a moment this April to share some ways that industry leaders are marking World Autism Awareness Month.
We also want to acknowledge that Autism Speaks, the organization that began World Autism Awareness Month in the 1970s, has had a complicated relationship with the autism community. (Here's a good guide on that context.) We recognize that some prefer to celebrate Autism Acceptance Month, or to align with other organizations' World Autism Awareness activities, like the UN's.
However you decide to "Celebrate Difference"—the Autism Society of America's theme for April 2021—this month, PowerToFly and these 9 companies are celebrating right along with you!
Sharing inclusivity, not stereotypes, at Raytheon Technologies
"Raytheon Technologies and our Raytheon Alliance for Diverse Abilities (RADA) Employee Resource Group (ERG) is committed to trying to bring focus on invisible disabilities, as they are among the most misunderstood. Autism/neurodiversity isn't a mental illness and we recognize how important it is to bring awareness, be inclusive of everyone and avoid stereotypes. During Autism Awareness Month RADA is featuring a multi-regional presentation about Autism Awareness & Acceptance, as well as neurodiversity overall. The presentation is focused on educational information, including what Autistic people want in terms of inclusion and meaningful work, as well as dispelling common misconceptions."
Learn more about Raytheon Technologies.
Hiring a world-class workforce at the National Geospatial-Intelligence Agency
"The National Geospatial-Intelligence Agency recently launched the Neurodiverse Federal Workforce (NFW) pilot program, a collaborative effort between NGA, MITRE, and Melwood. The NFW pilot aims to help government agencies hire neurodiverse talent for U.S. Federal Government agencies. 'NGA mission success is contingent on a world-class workforce with a wide diversity of opinions and expertise,' said NGA Deputy Director Dr. Stacey Dixon. 'Neurodiverse talent can bring new perspectives to the NGA workforce and make important contributions to the mission.' The pilot is a great learning opportunity for NGA to continue to grow and improve our first-class workforce."
Learn more from the podcast "The National Geospatial Intelligence Agency Takes Workforce Diversity In A New Direction"
Learn more about the National Geospatial-Intelligence Agency.
Supporting each individual's preferred environment at Elastic
"We distribute anonymous surveys that allow anyone, including neurodiverse folks, to address potential barriers that we should address.
Our accessibility working group acts as an employee resource as well as an equity-seeking team that works to create and develop a disability inclusive workplace at Elastic.
The majority of our Elasticians work from home. Our hope is that this empowers neurodiverse employees, including those who may be on the spectrum, to have more control over their environment so that they can manage noise and light sensitivity, control their personal space, and manage their own schedule to reduce anxiety."
Learn more about Elastic.
Pioneering neurodiversity at Freddie Mac
"Freddie Mac values the insights and different perspectives that result from employees bringing their authentic selves to work. Our Office of Inclusive Engagement works with several organizations to identify qualified candidates, consider them for suitable roles and pair them with mentors who can help them adapt to an evolving new normal. In 2020, we evolved our neurodiversity internship initiative into a more robust training, education and hiring process called 'Neurodiversity at Work' to directly place candidates with Autism Spectrum Disorders into full-time roles."
Learn more about Freddie Mac.
Decoding inclusion at MongoDB
"MongoDB supports the neurodivergent community through interview accommodations, providing new hires the opportunity to select equipment and denote special requests, and onboarding checklists broken down into useful sections. To raise awareness about neurodiversity in the workplace, we have a learning and development (L&D) platform which has content on collaborating with different working styles. Our L&D Program focuses on building skills in managing teams inclusively. We also host Decoding Inclusion, a series of events aimed at building community and sharing foundational knowledge about D&I topics, including neurodiversity, to further our understanding of differences."
Learn more about MongoDB.
Encouraging allyship at Folsom Labs
"At Folsom Labs, we are passionate about building a culture of acceptance and inclusion. Our goal is not just to spread autism awareness but to strive to be allies and elevate the voices of those with disabilities. Now more than ever, this is important as many are facing the added weight of mental health and wellness challenges due to the pandemic. Encouraging allyship throughout the community and building a culture where everyone can thrive are at the forefront of our current initiatives. We are proud to celebrate Autism Acceptance Month — to set a stage where we can celebrate our differences and continue to create a space of inclusion and support."
Learn more about Folsom Labs.
Recruiting for diverse problem solvers at Dell Technologies
"Dell's Neurodiversity Hiring Program provides professional development training, internships, and full-time career opportunities for neurodivergent job seekers. The program rethinks the traditional interview process by removing barriers that may limit an individual from fully showcasing their skills and capabilities. Additionally, program participants benefit from job coaching and mentorship provided by our community partners and True Ability ERG members.
A variety of critical positions across the company have been filled through the program. In doing so, we are bringing in diverse perspectives for problem solving that have helped us differentiate ourselves within the marketplace all while cultivating a culture of inclusion."
Learn more about Dell.
Supporting professionals with autism throughout their talent journey at Deloitte
"At Deloitte, everyone contributes to our diversity, equity, and inclusion efforts. Our inclusive culture, empowers all of us, including those with diverse abilities, to connect, belong, and grow. Deloitte's Autism@Work program supports our professionals with autism throughout their talent journey. A customized, autism-friendly assessment process helps draw out our candidates' strengths. Our employees have an internal Coach, an Onboarding Advisor, and access to external job coaching. Our Onboarding Mentor/Buddy Program pairs professionals with autism with other Deloitte colleagues/allies. Through Neurodiversity Training, our professionals can help support and manage our differently-abled professionals. We also have our Abilities First Business Resource Group for people with disabilities plus allies."
Learn more about Deloitte.
Sharing stories to support awareness at Lockheed Martin
"Lockheed Martin shares employee stories internally to help others understand Autism Spectrum Disorder (ASD) and hosts internal events to support ASD awareness and education. The Able & Allies business resource group, whose mission is to build an environment that empowers employees with disabilities, has recently partnered with ASD advocacy organizations to offer resources to assist with managing the effects of the COVID-19 pandemic with persons who have ASD and their families. Missiles and Fire Control (MFC) is a member of the Florida Ability Inclusion Network and strives to educate employees and leaders on disabilities and recommend best practices to promote a disability-friendly workplace."
Learn more about Lockheed Martin.